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From : <Connect_Administrator@carleton.ca>
Sent : September 10, 2007 6:42:23 PM
Subject : CUPE 2424 UPDATE ON NEGOTIATIONS
CUPE breaks off talks
The CUPE 2424 bargaining team announced that they are not willing to consider
the University's offer and return to work protocol presented at 2:00 a.m.
September 10, although the union had agreed and confirmed on their web site to
respond by 10:00 a.m.
Mediation did resume at 10:00 a.m. today as scheduled, but at 2:45 p.m. CUPE
2424 advised that they are no longer willing to entertain discussions regarding
a settlement. CUPE has, in effect, broken off talks and there is no indication
of when they will resume.
The University's Offer
The employer believes that its offer is fair and competitive. CUPE had been
advised when the offer was tabled before the strike began that the offer
represented the University's maximum mandate. It includes:
• Scale increase: 3% in the first year; 3% scale increase in the second year;
and 3% increase in the third year, for a total scale increase of 9% over three
years.
• In addition, eligible staff receive a step increase of approximately 2.2%;
• Significant improvement to the health plan;
• Significant improvements to the dental plan.
Back to Work Protocol
CUPE has not been willing to engage in conversation regarding the University's
proposed return to work protocol which included a $300 return to work allowance
and the option of allowing employees who have withdrawn their service to use
annual leave for three days of work stoppage. This would have provided for
continuous service for employees for purposes of seniority, annual leave
accruals and pension credits.
The union did, however, inform Carleton University that should a tentative
agreement be reached, the union would not allow employees to return to work
prior to ratification. This would result in employees continuing to be on strike
without pay for an extended period of time.
Other Issues
Although the union had previously agreed to the University's proposal regarding
union representation at meetings with supervisors and benefits for employees who
continue to work beyond the age of 65, the union has since rescinded this
agreement in principle. In informal discussions, the University had proposed to
establish a parity committee to discuss both issues and make recommendations to
the Joint Committee to Administer the Collective Agreement (JCAA). Such a
process is common in other collective agreements and has proven successful.
What's Next
Carleton University recognizes that employees of the University, who are members
of CUPE 2424, are dedicated and valued members of the Carleton community. The
Administration expresses its concern regarding the hardships faced by our
employees who have been led into a strike by the CUPE leadership. We want to
welcome these employees back to work and remain available to continue
discussions regarding a settlement.
We urge our employees to contact their union bargaining team so that action can
be taken to alleviate their hardship and to facilitate their return to work.
Sent : September 10, 2007 6:42:23 PM
Subject : CUPE 2424 UPDATE ON NEGOTIATIONS
CUPE breaks off talks
The CUPE 2424 bargaining team announced that they are not willing to consider
the University's offer and return to work protocol presented at 2:00 a.m.
September 10, although the union had agreed and confirmed on their web site to
respond by 10:00 a.m.
Mediation did resume at 10:00 a.m. today as scheduled, but at 2:45 p.m. CUPE
2424 advised that they are no longer willing to entertain discussions regarding
a settlement. CUPE has, in effect, broken off talks and there is no indication
of when they will resume.
The University's Offer
The employer believes that its offer is fair and competitive. CUPE had been
advised when the offer was tabled before the strike began that the offer
represented the University's maximum mandate. It includes:
• Scale increase: 3% in the first year; 3% scale increase in the second year;
and 3% increase in the third year, for a total scale increase of 9% over three
years.
• In addition, eligible staff receive a step increase of approximately 2.2%;
• Significant improvement to the health plan;
• Significant improvements to the dental plan.
Back to Work Protocol
CUPE has not been willing to engage in conversation regarding the University's
proposed return to work protocol which included a $300 return to work allowance
and the option of allowing employees who have withdrawn their service to use
annual leave for three days of work stoppage. This would have provided for
continuous service for employees for purposes of seniority, annual leave
accruals and pension credits.
The union did, however, inform Carleton University that should a tentative
agreement be reached, the union would not allow employees to return to work
prior to ratification. This would result in employees continuing to be on strike
without pay for an extended period of time.
Other Issues
Although the union had previously agreed to the University's proposal regarding
union representation at meetings with supervisors and benefits for employees who
continue to work beyond the age of 65, the union has since rescinded this
agreement in principle. In informal discussions, the University had proposed to
establish a parity committee to discuss both issues and make recommendations to
the Joint Committee to Administer the Collective Agreement (JCAA). Such a
process is common in other collective agreements and has proven successful.
What's Next
Carleton University recognizes that employees of the University, who are members
of CUPE 2424, are dedicated and valued members of the Carleton community. The
Administration expresses its concern regarding the hardships faced by our
employees who have been led into a strike by the CUPE leadership. We want to
welcome these employees back to work and remain available to continue
discussions regarding a settlement.
We urge our employees to contact their union bargaining team so that action can
be taken to alleviate their hardship and to facilitate their return to work.
